These points validate the frustrations you expressed regarding culture and neurodiversity support:
The "Second-Class Citizen" Dynamic: As you noted, there is often a stark cultural divide. You may be excluded from company meetings, holiday parties, or internal communications. You are in the company, but not of the company, which can lead to isolation.
Recruiter "Turn and Burn" Mentality: Many agency recruiters are driven by aggressive sales quotas (KPIs). This often leads to a transaction-focused relationship where they prioritize placing a body in a seat over understanding a candidate's specific needs, personality, or neurotype.
Lack of Neurodiversity Awareness: Staffing agencies rarely invest in the same level of DEI (Diversity, Equity, and Inclusion) training as major corporations. Their hiring processes are often rigid and standardized, which creates unnecessary barriers for neurodivergent talent who might excel at the job but struggle with the specific social performance expected in the interview.
Job Insecurity: Even though you are an "employee," the client can end your assignment with little to no notice. The staffing firm usually has no obligation to keep paying you once the client cancels the contract.
Benefit Discrepancies: While you may get benefits, they are rarely as comprehensive or affordable as those offered to the client's direct employees.
